The phrase “quid pro quo” is Latin for “something for something.” You may have heard it used in lots of settings, often innocuously, but if you encounter it in the workplace, it can have much more negative connotations. That’s because this phrase is usually tied to sexual harassment claims.
Quid pro quo sexual harassment refers to a person in a supervisory position offering benefits like job advancement for sexual favors. Alternatively, quid pro quo sexual harassment can mean an employee facing a demotion or other negative job consequences if they refuse sexual advances.
Examples of quid pro quo sexual harassment include a supervisor offering a raise in exchange for sexual demands or threatening to fire someone if they don’t accept unwelcome sexual advances. It doesn’t have to be directly voiced, either. If there is a hint that an employee could benefit or suffer if they don’t accept this sexual conduct, then it’s considered harassment.
How Quid Pro Quo Differs From Other Types of Sexual Harassment
Quid pro quo sexual harassment is a unique kind of harassment. Many times, people consider it to be the same as a hostile work environment, but the two types of harassment have significant differences. Quid pro quo sexual harassment is a form of sexual harassment in which a person in a position of power takes advantage of their employee in exchange for employment benefits or threatens adverse employment action.
A hostile work environment, on the other hand, refers to an individual generally being subjected to unwanted sexual advances in the form of actions or comments in the workplace. It doesn’t necessarily include an authority figure, and there is no promise of benefits.
No matter what their similarities or differences, both hostile environment harassment and quid pro quo sexual harassment are prohibited by federal law as well as state law. Any workplace that allows these to go on unchecked can suffer significant legal and, ultimately, financial issues.
Legal Implications and Protections
Quid pro quo sexual harassment is treated very seriously. There are a few federal laws in place, including Title VII of the Civil Rights Act of 1964, to protect employees from workplace discrimination based on sex and gender. This law sees sexual harassment as part of sexual discrimination. Someone who is a victim of quid pro quo sexual harassment has the legal right to file a civil claim against their employer and any other individuals involved.
Quid pro quo sexual harassment is also forbidden at the state level. It’s possible to file harassment complaints via the state or federal system to get compensation for financial losses and emotional distress.
Even if employers aren’t directly responsible for the harassment, they do have a responsibility to maintain a safe workplace. If they fail to do so, they could be held liable as well. Employers and individuals can face serious consequences and would need to hire employment law attorneys to represent them to prevent the worst consequences from occurring.
For one thing, the business could see a drop in its reputation that could prompt an employee exodus that affects revenue. Employers could face financial penalties, too, and might end up in court. The alleged harasser can be held individually responsible, which means needing to pay compensation to the victim and facing the risk of others not wanting to employ them in the future.
Prevention and Training in the Workplace
Because the consequences of quid pro quo sexual harassment and employment discrimination are so serious, the best option is to do everything possible to prevent the problem from occurring in the first place. One of the best ways of doing this is to offer training programs.
Training programs can help entire teams recognize and understand what workplace sexual harassment is. These programs go in depth about sex discrimination, federal and state laws that protect employees, and the legal options available to those who need help.
Another excellent way to prevent quid pro quo sexual harassment claims is to have clear policies in place. All of your employees need to know the consequences of harassing someone. There should also be clear guidelines for what is appropriate workplace behavior and what isn’t. If guidelines are written out and everyone knows what’s expected of them, these issues are less likely to occur.
Additionally, it is vital to create a safe environment for employees that encourages them to report harassment, whether it is sexual or not. They should know exactly who they need to speak with in Human Resources and what actions the company will take to investigate the issue.
Why Choose Our Sexual Harassment Prevention Course?
At Iron Temple Training Center, we offer sexual harassment prevention training courses that can address all the questions and issues your team may have around this difficult topic. Our courses are fully compliant with federal and state laws, and they provide information on recognizing inappropriate sexual conduct in the workplace and what actions individuals and employers should take.
Our team is made up of some of the leading experts in the field. You can receive hands-on training from psychologists and therapists who have been helping people for decades. One of the most important reasons why our programs are so effective, however, is that they offer real-life examples.
Reading a scenario is very different from actually seeing it happen in front of you. Our instructors will help the team understand what quid pro quo sexual harassment can look like in their workplace.
Creating a positive and safe workplace in which your employees can feel comfortable as they go about their day is essential. To help you do this, Iron Temple Training Center offers a variety of training courses that can make a difference. The right information can make it possible to build an empathetic workplace where everyone is respected.
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